Advantages Checklist
eBacon's exclusive bona fide fringe trust is a proven money saving $$$ solution! See all the advantages...
Prevailing Wage Laws by State
Last updated November 2026. Twenty-nine states and Washington, DC have their own prevailing wage laws that set minimum wages and fringe benefits on state and locally funded public construction. The other 21 states have no state law, but the federal Davis-Bacon Act still applies to federally funded construction projects over $2,000 in every state.
United States
Click a state to zoom in, then use the arrows to browse all 50 states and DC. Click the state again to return to the full map. States appearing dark blue on the map have their own prevailing wage laws that apply to state and local projects. The other states defer to the U.S. federal Davis-Bacon Act which sets prevailing wage standards for federally funded construction projects.
Zoomed in, open the info panel for state details.
Loading map…
State
1 / 51
State-specific prevailing wage laws
State defers to federal Davis-Bacon Act
The information on eBacon's interactive prevailing wage map is provided for general informational purposes only. The accuracy or availability of the information is subject to periodic updates. Overtime (OT) and double time (DT) requirements may be subject to other rules which vary by state, or subject to contract funding. Information published here must be verified by relevant government agencies.
Connecticut Prevailing Wage Law
State law
State law: $1,000,000 new construction, $100,000 renovation
State law. Covers state and political subdivision contracts for construction, remodeling, refinishing, refurbishing, rehabilitation, alteration or repair of public works, and since July 1, 2025, contracts for off-site custom fabrication for those projects.
Details
| Statute | C.G.S. § 31-53 (main law), § 31-53b (OSHA 10 training), § 31-53c (DECD-assisted projects), § 31-54 (state highways), § 31-55a (annual adjustments). 2025 amendments: Public Act 25-174 §§ 211–212 (off-site custom fabrication, § 31-53(a)) and Public Act 25-168 § 146 (DECD coverage, § 31-53c) and § 147 (annual adjustments, § 31-55a).Source: CT DOL prevailing wage page; C.G.S. ch. 557 (2026 Supplement, Connecticut General Assembly): §§ 31-53, 31-53c, 31-55a with history notes; Public Act 25-168 (CGA). Last checked October 22, 2026. |
|---|---|
| Dollar thresholds | $1,000,000 or more total cost for new construction (since Oct 31, 2017); $100,000 or more for remodeling, refinishing, refurbishing, rehabilitation, alteration or repair. The contracting agency certifies the total project cost to CT DOL.Source: CT DOL prevailing wage page; DOL WHD state thresholds table. Last checked October 22, 2026. |
| Administering agency | Connecticut Department of Labor, Wage and Workplace Standards Division (Contract Compliance Unit), (860) 263-6543. Agency websiteSource: CT DOL contracting agency notice (state bid package). Last checked October 22, 2026. |
| Where to get wage rates | Project-specific rate schedules from CT DOL through the contracting agency's bid package request. Rates are adjusted every July 1, and since July 1, 2025 that adjustment applies to all prevailing wage projects; contractors must get the adjusted rates themselves. Latest: July 1, 2026 annual adjustment (building, heavy/highway and residential schedules). Under § 31-53(d) (as amended by P.A. 21-154), rates come from collective bargaining agreements for the trade in the town, including health, pension, annuity and apprenticeship contributions; where a trade has more than one agreement, the agreement of historical jurisdiction prevails; where there is none, CT DOL adopts the U.S. DOL Davis-Bacon determination.Source: CT DOL prevailing wage page; CT DOL Building Rates, July 1, 2026; CT DOL July 1st rates important information; C.G.S. ch. 557 (2026 Supplement, Connecticut General Assembly): §§ 31-53, 31-53c, 31-55a with history notes. Last checked October 22, 2026. |
| Wages vs. fringes | Separate wage and welfare-fund amounts. A contractor not obligated by agreement to make benefit contributions pays the equivalent to the employee directly.Source: SB 1370 text quoting § 31-53(a) (cga.ct.gov). Last checked October 22, 2026. |
| Pay frequency | Weekly or every two weeks on a regular payday set in advance; the pay period must end no more than 8 days before payday (C.G.S. § 31-71b). Less frequent pay needs the Labor Commissioner's approval (§ 31-71i).Source: CT DOL wage payment laws (Dec 2023), § 31-71b text; CT DOL wage and hour page; DOL state payday requirements. Last checked October 22, 2026. |
| Overtime and double time | Overtime rates come from the CT DOL rate schedule; CT DOL can debar contractors that fail to pay prevailing or overtime rates. State law: 1.5x the regular rate after 40 hours in a workweek (C.G.S. § 31-76c).Source: CT DOL prevailing wage page; CT DOL wage and hour page; DOL state minimum wage and overtime table (July 1, 2026). Last checked October 22, 2026. |
| Certified payroll forms | Form WWS-CP1 (cover page and statement of compliance) with WWS-CP2 continuation pages. Weekly payrolls, submitted monthly to the contracting agency. Attach OSHA 10 cards to the first certified payroll. The statement of compliance includes workers' comp coverage. Off-site custom fabrication workers must be listed with their hours and wages.Source: CT DOL WWS-CP1 page; WWS-CP1 form (Legislative Management copy); CT DOL July 1st rates important information. Last checked October 22, 2026. |
| Electronic filing portal | No state upload portal. CT DOL says WWS-CP1 can be completed online; payrolls go to the contracting agency, not CT DOL. Some cities ban third- party systems like LCPtracker for their own jobs.Source: CT DOL WWS-CP1 page. Last checked October 22, 2026. |
| EEO and workforce reports | No prevailing wage EEO report. OSHA 10-hour training proof required for workers on covered projects (C.G.S. § 31-53b). Separately, CHRO contract compliance applies to state-funded public works: for contracts entered into after Oct 1, 2025, a Good Faith Efforts plan (replacing set-aside and affirmative action plans) is filed with CHRO only when state funding is $150,000 or more. Small and minority business subcontracting goals stayed at 25% (SBE) and 6.25% (MBE) of the state-funded value until project-specific goals start July 1, 2026. CHRO's monthly reports were eliminated for all projects; close-out documents (subcontractor payments, lien waivers) are due within 45 days of substantial completion.Source: CT DOL prevailing wage page; CHRO Contract Compliance notice of changes, Sept 30, 2025 (UConn copy). Last checked October 22, 2026. |
| Apprentice ratio rules | Apprentices must be registered with CT DOL's Office of Apprenticeship Training (state agency) and are paid a percentage of the journeyperson base rate plus the fringe. Worksite: at least one full-time journeyperson per apprentice in the trade. Since Oct 1, 2025 (P.A. 25-47), contractors can apply to the Department of Consumer Protection for apprentice ratio relief through eLicense.Source: Conn. Agencies Regs. § 31-51d-5, Justia mirror; CT DOL July 1st rates important information; CT DCP: apprentice ratio relief. Last checked October 22, 2026. |
| Recent changes | July 1, 2026: annual adjusted rates posted. July 1, 2025: P.A. 25-174 (§§ 211–212) covers off-site custom fabrication (plumbing, heating, cooling, pipefitting, ventilation and exhaust duct systems built in Connecticut for the project; not stock or readily available items). P.A. 25-168 § 147 extends the July 1 annual adjustment (§ 31-55a) to DECD-assisted and § 31-53d projects, so it now applies to all prevailing wage projects. P.A. 25-168 § 146 changes DECD-assisted coverage (§ 31-53c, $1 million or more in DECD financial assistance): municipalities, regional councils of governments, Connecticut brownfield land banks and economic development agencies are now covered; 501(c)(3) nonprofits and 501(c)(6) chambers of commerce are excluded for projects valued at $10 million or less, unless the aid is for remediation; on DECD-assisted remediation, demolition or pollution abatement, only that portion of the project is covered. Oct 1, 2025: P.A. 25-47 apprentice ratio-relief process (applications to DCP through eLicense). Oct 1, 2025: CHRO contract compliance changes for state-funded public works (see EEO).Source: CT DOL prevailing wage page; CT DOL Building Rates, July 1, 2026; HB 7287 amendment LCO 10576 (off-site fabrication); SB 1370 substitute text; CT DCP: apprentice ratio relief; Public Act 25-168 (CGA); C.G.S. ch. 557 (2026 Supplement, Connecticut General Assembly): §§ 31-53, 31-53c, 31-55a with history notes; CHRO Contract Compliance notice of changes, Sept 30, 2025 (UConn copy). Last checked October 22, 2026. |
The information on eBacon's interactive prevailing wage map is provided for general informational purposes only. The accuracy or availability of the information is subject to periodic updates. Overtime (OT) and double time (DT) requirements may be subject to other rules which vary by state, or subject to contract funding. Information published here must be verified by relevant government agencies.
Link copied to clipboard.
- Which states have prevailing wage laws?
- Which states don’t have a prevailing wage law?
Which states have prevailing wage laws?
Alaska, California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Maine, Maryland, Massachusetts, Michigan, Minnesota, Missouri, Montana, Nebraska, Nevada, New Jersey, New Mexico, New York, Ohio, Oregon, Pennsylvania, Rhode Island, Tennessee, Texas, Vermont, Virginia, Washington, Wyoming, and Washington, DC. Thresholds, covered projects, and reporting rules vary by state, so open any state on the map for its details.
Which states don’t have a prevailing wage law?
Alabama, Arizona, Arkansas, Florida, Georgia, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Mississippi, New Hampshire, North Carolina, North Dakota, Oklahoma, South Carolina, South Dakota, Utah, West Virginia, and Wisconsin. No state law doesn’t mean no paperwork, though: federal Davis-Bacon rules still apply to federally funded jobs in all of them.
eBacon assigns the right state or federal wage determination to each job, calculates wages and fringe by trade classification, and generates the WH-347 or the state’s certified payroll form in one click. See how eBacon handles prevailing wage payroll →
What is eBacon?
eBacon is the only construction-focused platform featuring certified payroll with a money-saving fringe trust. All-in-one software with scheduling, GPS-enabled time tracking, safety system, and inventory management for contractors with 15 to 500 employees.
You ain't seen nothin' yet... Request a demo!
